In today’s competitive market, organizations must always maintain their performances at the highest to sustain their growths and competitive edges in the market. To achieve good results, one must know that having a good strategy is not the only thing. One needs to execute that strategy successfully to enjoy fruition of the intended outcomes. A successful strategy execution requires everyone in the organization to perform their roles to meet the expected performance standards. So how can an organization help its employees to perform? PACEMATTERS shares the 3Es that an organization can do to help its employees perform their best:
Employees want to see how their works contribute to larger organizational goals. Employees who don’t understand the roles they play in organization success are more likely to become disengaged.
Educating (not preaching) means enlightening the employees to the rationale behind how their works contribute to departmental goals and how they are all interconnected each other with organizational goals. Leaders in organizations must create the link between achieving organizational goals and the employees’ performance in their roles. This takes time but successfully educating an employee can inspire them and will result in creating a genuine feeling of wanting to accomplish those goals. For example, it is said that during the NASA Apollo space program, when a reporter asked a janitor on what his job was, he replied, “I’m helping to put a man on the moon.” This exemplifies how a proper education can create a genuine feeling for wanting to accomplish his organization goal no matter how small or big his role was.
A business strategy requires employees to be equipped with the necessary skills for the task. They also need to be given the right tools to help them perform their best to achieve their goals. People are usually keen to taking on challenges but failing to accomplish those challenges especially due to lack of equipping necessary skills will demoralize them. As the Harvard Business Review study,“Why Top Young Managers Are in a Nonstop Job Hunt” showed, “Capable and ambitious young employees want training, mentoring and coaching. They want to gain skills. They want to become more versatile and valuable to an organization. It would be a shame to lose such potentials because organizations cannot equip them.”
A 2009 Hay Group cross-industry analysis involving more than 400 companies suggests that while organizations in the top quartile on engagement demonstrate revenue growth 2.5 times that of organizations in the bottom quartile, companies in the top quartile on engagement and enablement achieve revenue growth 4.5 times greater.” - Engaging and Enabling Employees for Company Success by William Werhane and Mark Royal, Hay Group
As the research shown, enablement has become an equally important function for leaders within an organization. Enabling means allowing employees to take decision and action on their own when they are best made at front line level. The organization should encourage collaboration across levels to ensure that employees have adequate support from co-workers, and manage performance to focus them on the aspects of their roles that contribute most meaningfully to organizational performance. One can help in facilitating the learning to application by giving genuine feedback and support. Acknowledging their contribution and achievements can motivate them further towards having a genuine feeling for accomplishing the organizational objectives.
To sum it up, organizations must educate the employee to understand the impact of their contributions, equip them with necessary skills and equipments and finally, enable them to contribute to the organization’s goals as well as their goals with support and coaching.
If an organization can successfully practise the 3Es mentioned above, it can reap the rewards of a highly motivated and engaged workforce that genuinely wants to contribute towards the success of organizational goals, to provide the edge that is needed to stay ahead in the market.